| Overall Rating | Platinum |
|---|---|
| Overall Score | 85.88 |
| Liaison | Sam Lubow |
| Submission Date | March 3, 2022 |
Stanford University
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 3.00 |
Melissa
Maigler Sustainability Coordinator Sustainability & Energy Management |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
Since September 1, 2007, Stanford University has recognized the importance of paying a living wage to all service workers at the university, whether they are directly employed by Stanford or by suppliers and contractors. This applies to services performed on the core campus premises (including the Stanford Linear Accelerator Center) that Stanford might otherwise perform with directly hired hourly paid employees, and to supplier/contractor employees not represented under a collective bargaining relationship.
Stanford recognizes that a living wage and other benefits enhance the quality of an individual's work experience. Through these guidelines, Stanford seeks to establish minimum pay, access to healthcare benefits and compensated time off for service workers. These guidelines are not intended to prevent suppliers/contractors from providing wages and benefits in excess of the minimums created here.
See more here: https://fingate.stanford.edu/purchasing-contracts/policy/policy-and-initiative-information-suppliers
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
On average, Stanford funds benefits equivalent to 30% of a permanent employee's wages. Examples of benefits include health plans, tuition and training programs, retirement savings, paid time off, wellness programs, child care subsidies or grants, free and discounted transit, adoption assistance, etc. See details here: https://cardinalatwork.stanford.edu/benefits-rewards/compensation/
Has the institution made a formal commitment to pay a living wage?:
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
Since September 1, 2007, Stanford University has recognized the importance of paying a living wage to all service workers at the university, whether they are directly employed by Stanford or by suppliers and contractors. This applies to services performed on the core campus premises (including the Stanford Linear Accelerator Center) that Stanford might otherwise perform with directly hired hourly paid employees, and to supplier/contractor employees not represented under a collective bargaining relationship.
Stanford recognizes that a living wage and other benefits enhance the quality of an individual's work experience. Through these guidelines, Stanford seeks to establish minimum pay, access to healthcare benefits and compensated time off for service workers. These guidelines are not intended to prevent suppliers/contractors from providing wages and benefits in excess of the minimums created here.
See more here:
https://fingate.stanford.edu/purchasing-contracts/policy/policy-and-initiative-information-suppliers
https://cardinalatwork.stanford.edu/benefits-rewards/compensation
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Please note that Stanford University uses a combination of local county and municipality wage data to develop its compensation data. Since Employee Compensation criteria for STARS requires the use of the MIT Calculator, the metrics above will not align with the data sources Stanford is using to determine a living wage. For instance, for this 2022 STARS submission, the MIT Calculator indicates a recent living wage of $33.94 as of February 2022, while the Santa Clara County considers a living wage without benefits to be $25.31 for the period of July 1 2021-June 30 2022: https://www.sccgov.org/sites/ceo/living-wage/Pages/living-wage.aspx
Please note that Stanford University uses a combination of local county and municipality wage data to develop its compensation data. Since Employee Compensation criteria for STARS requires the use of the MIT Calculator, the metrics above will not align with the data sources Stanford is using to determine a living wage. For instance, for this 2022 STARS submission, the MIT Calculator indicates a recent living wage of $33.94 as of February 2022, while the Santa Clara County considers a living wage without benefits to be $25.31 for the period of July 1 2021-June 30 2022: https://www.sccgov.org/sites/ceo/living-wage/Pages/living-wage.aspx
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.